Summary Report for:
11-3071.02 - Storage and Distribution Managers
Plan, direct, and coordinate the storage and distribution operations within an organization or the activities of organizations that are engaged in storing and distributing materials and products.
Sample of reported job titles:
Warehouse Manager, Distribution Manager, Logistics Manager, Shipping Manager, Cold Storage Supervisor, Customer Service Manager, Load Out Supervisor, Shipping Supervisor, Stores Supervisor, Warehouse Operations Manager
Tasks | Tools & Technology | Knowledge | Skills | Abilities | Work Activities | Work Context | Job Zone | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment
Tasks
- Supervise the activities of workers engaged in receiving, storing, testing, and shipping products or materials.
- Plan, develop, and implement warehouse safety and security programs and activities.
- Review invoices, work orders, consumption reports, and demand forecasts to estimate peak delivery periods and to issue work assignments.
- Schedule and monitor air or surface pickup, delivery, or distribution of products or materials.
- Interview, select, and train warehouse and supervisory personnel.
- Confer with department heads to coordinate warehouse activities, such as production, sales, records control, and purchasing.
- Respond to customers' or shippers' questions and complaints regarding storage and distribution services.
- Inspect physical conditions of warehouses, vehicle fleets and equipment, and order testing, maintenance, repair, or replacement as necessary.
- Develop and document standard and emergency operating procedures for receiving, handling, storing, shipping, or salvaging products or materials.
- Examine products or materials to estimate quantities or weight and type of container required for storage or transport.
back to top
Tools & Technology
Tools used in this occupation:
| Forklifts |
| Mobile phones — Cell phones |
| Notebook computers — Laptop computers |
| Radio frequency data communication equipment — Radio frequency handheld terminals; Radio frequency truck-mounted terminals |
| Vehicular global positioning systems — Global positioning systems GPS |
Technology used in this occupation:
| Analytical or scientific software — Integrated Decision Support Netwise Enterprise; Integrated Decision Support Netwise Frontline; QUALCOMM QTRACS; QUALCOMM ViaWeb |
| Inventory management software — Aljex Inventory; International Business Systems software; MRA Technologies MRATrack Warehouse Management System; Sentai Pinpoint |
| Label making software — ABOL Manifest Systems |
| Materials requirements planning logistics and supply chain software — IBM i2 Transportation Manager; Integrated Decision Support Corporation Netwise Supply Chain; TECSYS EliteSeries; TECSYS PointForce Enterprise |
| Project management software — HighJump Software Warehouse Advantage; Infosite Technologies DM Warehousing; Sentai WarehouseTrac |
back to top
Knowledge
| Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
| Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology. |
| Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
| Production and Processing — Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods. |
| Sales and Marketing — Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. |
| Public Safety and Security — Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions. |
back to top
Skills
| Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Reading Comprehension — Understanding written sentences and paragraphs in work related documents. |
| Time Management — Managing one's own time and the time of others. |
| Speaking — Talking to others to convey information effectively. |
| Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
| Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| Instructing — Teaching others how to do something. |
| Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making. |
back to top
Abilities
| Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences. |
| Oral Expression — The ability to communicate information and ideas in speaking so others will understand. |
| Speech Clarity — The ability to speak clearly so others can understand you. |
| Speech Recognition — The ability to identify and understand the speech of another person. |
| Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. |
| Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense. |
| Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
| Near Vision — The ability to see details at close range (within a few feet of the observer). |
| Written Comprehension — The ability to read and understand information and ideas presented in writing. |
| Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways. |
back to top
Work Activities
| Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems. |
| Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks. |
| Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
back to top
Work Context
| Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job? |
| Telephone — How often do you have telephone conversations in this job? |
| Duration of Typical Work Week — Number of hours typically worked in one week. |
| Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
| Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer? |
| Time Pressure — How often does this job require the worker to meet strict deadlines? |
| Work With Work Group or Team — How important is it to work with others in a group or team in this job? |
| Structured versus Unstructured Work — To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
| Importance of Being Exact or Accurate — How important is being very exact or highly accurate in performing this job? |
| Responsibility for Outcomes and Results — How responsible is the worker for work outcomes and results of other workers? |
back to top
Job Zone
| Title |
Job Zone Three: Medium Preparation Needed |
| Overall Experience |
Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job. |
| Job Training |
Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers. |
| Job Zone Examples |
These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include funeral directors, electricians, forest and conservation technicians, legal secretaries, interviewers, and insurance sales agents. |
| SVP Range |
(6.0 to < 7.0) |
| Education |
Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree. Some may require a bachelor's degree. |
back to top
Interests
Interest code: ECR
| Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. |
| Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow. |
| Realistic — Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others. |
back to top
Work Styles
| Initiative — Job requires a willingness to take on responsibilities and challenges. |
| Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
| Integrity — Job requires being honest and ethical. |
| Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction. |
| Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
| Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
| Attention to Detail — Job requires being careful about detail and thorough in completing work tasks. |
| Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
| Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
| Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
back to top
Work Values
| Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
| Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
back to top
Related Occupations
back to top
Wages & Employment Trends
National
Median wages data collected from Transportation, Storage, and Distribution Managers.
Employment data collected from Transportation, Storage, and Distribution Managers.
| Median wages (2006) |
$35.14 hourly, $73,080 annual |
| Employment (2006) |
94,000 employees |
| Projected growth (2006-2016) |
Average (7% to 13%)
|
| Projected need (2006-2016) |
36,000 additional employees |
State & National
Source: Bureau of Labor Statistics 2006 wage data
and 2006-2016 employment projections
.
"Projected growth" represents the estimated change in total employment over the projections period (2006-2016). "Projected need" represents job openings due to growth and net replacement.
back to top
